Define: Current Wages

The minimum wage varies by state. You can find the current minimum wage for your state on the website of the Department of Labour or by contacting your state labour agency.

In general, employers are required to pay their employees at least the minimum wage set by federal or state law. However, there are certain exceptions for tipped employees or individuals with disabilities, which may allow for a lower wage rate.

The frequency of wage payments is determined by state law. Most states require employers to pay their employees at least once a month, while others mandate bi-weekly or weekly payments. It is important to check your state’s labour laws for specific requirements.

Employers are generally prohibited from withholding wages, except in specific circumstances such as court-ordered wage garnishments or when authorised by law (e.g., taxes, insurance premiums). Otherwise, employers must pay employees their full wages.

If your employer fails to pay your wages, you should first try to resolve the issue directly with your employer. If that fails, you can file a complaint with your state labour agency or the Wage and Hour Division of the Department of Labor.

In most cases, employers cannot reduce an employee’s wages without providing prior notice. However, exceptions may exist if the reduction is due to factors such as a decrease in the employee’s hours or a change in job duties.

Employers are generally prohibited from making deductions from an employee’s wages for mistakes or damages caused by the employee, unless the employee has given written consent or the deduction is required by law.

Pay disparities based on gender, race, or other protected characteristics are generally prohibited by federal and state laws. However, differences in wages may be allowed if they are based on factors such as seniority, merit, or productivity.

Employers generally have the right to change an employee’s wage rate, as long as they provide proper notice and comply with applicable laws. However, any changes should not violate employment contracts or collective bargaining agreements.